More than anything else, off-site employees need to know they’re not alone – that you’re behind them, you support them, and you understand their challenges. With these four important points in mind, you’ll be leading the pack on your way to being a first-class virtual leaders.

More than anything else, off-site employees need to know they’re not alone – that you’re behind them, you support them, and you understand their challenges. With these four important points in mind, you’ll be leading the pack on your way to being a first-class virtual leaders.

Don’t get me wrong, I still believe that we should still be investing in “things” such as technology to put into the hands of our students as they can give us some transformational opportunities for learning, but our best investment, in any organization, is always people.

I have been hearing too many stories of people having to jump through so many hoops to go and learn on their own. As a professional we should also be able to invest in our own learning, but we have to see that people are doing this quite often and when they learn they bring value to the organization as well.

According to a study by Harvard Business Review, young high achievers value mentoring and coaching and often leave their current gigs in a quest to have those needs met. Companies like Microsoft and KPMG have caught on by giving employees exposure to peers in different divisions to provide fresh ideas and new ways of thinking.

In addition to more formalized training and education programs, many companies also try to foster mentorship within their organizations, often with mixed results. Like matchmaking, mentorship can seem shrouded in mystique and luck. HR departments eagerly set up colleagues for lunches or other work “dates” and cross their fingers that the chemistry will spark. A seasoned pro will take an eager novice under his or her wing and the next generation of great leaders will be born.

Leaders fail when they don’t think like leaders. Leaders who think like individual contributors demoralize their team and devalue their leadership. Lousy leaders think like individual contributors....

From “I” to “we.” Leadership begins with ===> WE <===.From controlling people to aligning passions. Raise your hand if you enjoy being controlled. I didn’t think so. Successful leaders align the passions of their teammates with organizational mission.

Mentoring in this age of social networking may occur to a degree through blog posts, articles, wikis, tweets, status updates, Skype video calls, websites, online videos, and emails, and that is a great start, but I am encouraging something more; a common time where a master unveils his secrets to a student privately.

Two people agreeing to set aside an hour each week or so, to the advancement of the craft and the individual.

===> Could be done through Twitter also to a wide group of willing to learn persons... <===

There is an unspoken covenant between the mentor and the student. I am going to share with you all that I know. You will apply it, add to it, and pass it on to someone else. The mentor doesn’t hold back. The student doesn’t shirk.

Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.

Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.

Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.